State-owned enterprises were the management problems and countermeasures

Abstract people management, that is people-centered management, in a profound understanding of the socio-economic activities in the role, organization and management of people as the core and the organization's most important resource, the organization staff as a management body, around the How to fully utilize and develop the organization's human resources, service organizations, both inside and outside stakeholders, in order to achieve business goals and employee goals.

Keywords people-oriented management culture training mechanisms
1. China's enterprises were the main problems of the management
Implementation of people management is the essential requirement of modern enterprise system. China has established a modern enterprise system is based on clear property rights, clear responsibilities and rights, separating the management of features. The workers of the enterprise, people management is the core of management science. Internal order of the establishment and improvement of management, implementation and implementation, all depends on awareness of all employees and the professionalism of the team. Currently, although many business managers have recognized the implementation of people management on the importance of enterprise development in the ideas and specific practices and there are still some issues that need improvement.

1.1 lack of people-management personality
Business to manage by the "objects" as the center, to manage change to the "people" as the center, which is in the management of a major change to achieve and only attach great importance to human-centered management, enterprise management level to achieve a qualitative leap. Otherwise, difficult to upgrade the quality of business. However, there are some enterprises in the pursuit of people-management process, due to the lack of people-management theory and content of in-depth study and discussion, there has been a lack of personal problems. Even developed some of the management and people-management program, is still little, not to effectively improve their management level, enhance the vitality of their own purpose.

1.2 Lack of effective incentive mechanism
For a long time, our businesses due to many factors (such as social factors, political factors, economic factors, work factors, etc.) the impact of employee needs are not normal due to meet, not a good business managers to meet people from need to think in terms of mobilizing the enthusiasm of workers, ignoring the "need is the enthusiasm of the origin of" this critical issue. Mobilize the enthusiasm of workers in the way, the majority of enterprises to wages, bonuses, benefits, housing, and enhance the main extrinsic incentives, especially the prominent role of monetary incentives, to the neglect of the cultivation of well-organized environment. Incentives over a single, mainly by promotion, raise money, and "model" and "typical" character of the demonstration and education, this can only benefit a few people, but most of the workers and cadres can not demand their own interests to be an effective incentive.

1.3 Human resources development and utilization is not sufficient
Main features: First, the low quality of human resources, lack of education and training of long-term goals, the second is weak in many enterprise workers sense of ownership, participation in business management and decision-making level is very low, three is a serious technology brain drain from the economic income perspective, the state-owned enterprises at a disadvantage in the war for talent, job-hopping has become a fashionable term in the state-owned enterprises. 1.4 Construction of the lack of corporate culture
Sustainable development of enterprise culture is a source of strength from the whole, our corporate culture, there are still several problems: First, a considerable number of business executives lack of understanding of corporate culture, the second is inconsistent with corporate culture and business goals, business cultural and ideological and political work can not be effectively combined, resulting in corporate culture are not well integrated into the business person to the management, staff lack of energy and motivation.

2. Enterprises were the main strategies of this management
Companies to implement people-oriented management to improve production efficiency, and ensure a prerequisite for sustainable development of enterprises. How to implement the management company who should do the following:
2.1 reform of the corporate organization
Final analysis, people management is people management.

Based on the current situation of China's enterprises, in order to achieve people-management, you must first "control person" of the department - as the starting point of human resources management reform, and thus the entire organization to achieve enterprise reform the traditional human resource management not systematically and effectively all human resources of corporate planning, management and development, but passively submit to the other production and business unit or department requirements. Links to free download http://www.hi138.com improve human resources management position in the enterprise, is to improve human resources management in the enterprise management level of the organization, it is no longer parallel with other enterprise business management departments, but higher than other management decision-making department . from their point of view function, on the one hand to strengthen the existing human resource management functions, in particular, to strengthen human resource planning, quality assessment, incentives, training and other developmental functions, the other to expand the human resource management functions that in human resources management based on the expansion to the enterprise management, major business activities to participate in the decision-making to the business activities of other departments and units of the guidance and supervision, so as to ensure "people-centered."
2.2 improve staff training mechanisms
In today's society, enterprises and their employees must continually learn, continue to enrich themselves, to adapt to environmental changes. From a business point of view, to adapt to changes in the environment, we must strengthen the training of its staff. For the status quo of China's enterprises, enhance staff training should improve the training mechanism, focusing on the following areas:
First, the purpose of the training, the company provides training for the staff not only to focus on improving the adaptability of employees on the job, but also to focus on improving the adaptability of employees and the external environment, the ability to control the market and competitiveness, but also expand the staff's knowledge structure, improve the overall quality. In determining the purpose of the training, to give full consideration to staff personal development plans, and make plans with the combination of enterprise development.

Second, the training content, from the actual needs of the employee's actual needs and the needs of the community starting again, the training methods, for different content to different methods used for the training of skills to use teaching and the actual method of combining exercise, to enhance the staff's thinking, ability to judge.

2.3 to establish a basic team and business through thick and thin
Enterprise workers in the basic strength of the company's core team is also the corporate human resource development is important and difficult in recent years, China's state-owned enterprise workers, growing mobility of the face of this situation, the establishment of modern enterprise, the enterprise has a "core competence of the official team" is more important to let employees participate in the formulation of corporate or departmental objectives. Realistic and challenging objectives in itself has a strong incentive for workers role of administrators and managers to promote two-way communication, mutual understanding and mutual exchanges, mutual support, to promote the smooth realization of business goals rhyme.

2.4 Creating the team culture as the core business
And traditional management than people-management values ​​more focus on staff within the needs and satisfaction, enthusiasm and creative development from the company itself, the enterprise to achieve the management goal is of course the need for strict regulations and assessment, but more "people-oriented" corporate culture to stimulate team spirit, sense of ownership and other factors within the internal dynamics of self-regulation mechanisms, from the cultural-oriented perspective, there has always been our unity and cooperation, and positive tradition, is perfectly placed on this basis to create an atmosphere of equality and teamwork-centric enterprise with its own unique culture to establish departments or departments within the friendly relations between employees, share information, participate in the organization mechanism and the mechanism for the distribution of benefits, the establishment of joint development up and down, and woe spirit.

Encourage the establishment of modern enterprise system by Harvard University professor James incentive problems of the human subject research concludes that if there is no incentive, a person's ability to play, but 20% to 30%, if applied them with incentives, can play to 80% 90% of the people-oriented aims to arouse people's enthusiasm to develop people's creative potential, and thus establish a scientific incentive system is significant. First, to establish incentives for entrepreneurs and secondly, to establish incentives for employees. Third, the constraints to establishing a modern enterprise mechanism. Congresses should give full play within the enterprise, the union of democratic supervision, the implementation of a corporate restructuring established Board of Supervisors of the business, financial supervisors should actively play, director of business conduct regulation to prevent abuse of power for personal gain business operators.

In summary, the implementation of people management, business management activities of man as the starting point and destination, is the essential requirement of modern enterprise system, but also the modern enterprise system, quality requirements and only seriously implement the people-management philosophy, enterprises can thrive developed, enduring. Links to free download http://www.hi138.com